Using both qualitative and quantitative approaches, how consumers choose a financial institution for their checking accounts is investigated in this study. It was found that…
Abstract
Using both qualitative and quantitative approaches, how consumers choose a financial institution for their checking accounts is investigated in this study. It was found that, although most consumers value convenience as one of the most important decision‐making criteria, their definitions of convenience vary across consumers. How different consumers use different decision‐making criteria and heuristics is reported, and the implications for financial service marketers are drawn from the findings.
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PLR now has a long history. If our ‘Prologue’ were to recall A P Herbert, John Brophy and the Scandinavian pioneers, then in ‘Act 1’ PLR became a policy with all party support…
Abstract
PLR now has a long history. If our ‘Prologue’ were to recall A P Herbert, John Brophy and the Scandinavian pioneers, then in ‘Act 1’ PLR became a policy with all party support. Through the 1970s PLR was repeatedly on the parliamentary agenda: lobbying was persistent—and the interests of writers, publishers, librarians and literature were frequently in discord. Finally, PLR became a legal right of intellectual property; most inportantly—to the man in the street the idea of PLR came to seem fair and natural.
Sarah McCue Horwitz, Julia Bell and Rebecca Grusky
Depression is a prevalent, debilitating condition that will replace cancer as the second leading cause of morbidity within the next decade and, according to the Global Burden of…
Abstract
Depression is a prevalent, debilitating condition that will replace cancer as the second leading cause of morbidity within the next decade and, according to the Global Burden of Disease Study, ranks number one in disability-adjusted life years for females 5 years and older worldwide (Blehar & Oren, 1997; Murray & Lopez, 1996). Depression in the workplace has been linked to increased absenteeism and productivity loss, is equal to the costs of diabetes and hypertension, and these costs are almost equal to the direct costs of depression treatment (Kessler et al., 1999; Marlowe, 2002; Druss, Rosenheck, & Sledge, 2000; Elinson, Houck, Marcus, & Pincus, 2004). A national study of individuals 15–54 years documented a lifetime prevalence of 17.1% and found that depression was more common in females, young adults, and those with less education (Blazer, Kessler, McGonagle, & Swartz, 1994; Kessler, McGonagle, Swartz, Blazer, & Nelson, 1993; Substance Abuse and Mental Health Services Administration, 2000; Kessler et al., 1994a, 1994b; Bebbington et al., 2003).
Julia Y. Davidyan and Tammy R. Waymire
The purpose of this paper is to examine the association between conformity with generally accepted accounting principles (GAAP) indicated by Governmental Accounting Standards…
Abstract
Purpose
The purpose of this paper is to examine the association between conformity with generally accepted accounting principles (GAAP) indicated by Governmental Accounting Standards Board (GASB) 34 presentation and pension underfunding in Illinois.
Design/methodology/approach
The authors used a fixed effects regression and employed a sample of Illinois municipalities (n=2,565 municipal-year observations) over the period 2009–2014.
Findings
The findings show that GAAP is inversely associated with pension underfunding, but only among the subsample of municipalities that are within the healthy pension funding range, i.e., above 80 percent funded. These municipalities may be in a better position to increase pension funding in response to the disciplining effect of broad GAAP conformity.
Research limitations/implications
The paper focuses solely on one state and one multi-employer plan. Future studies should consider assessing the applicability of the results to other states and plan settings.
Social implications
The results inform the standard-setting process, particularly as the implementation of the new GASB standards is evaluated and as GASB 34 is reexamined.
Originality/value
Despite concerns associated with state and local pension underfunding, academic studies examining its determinants are few. The sample setting is representative of municipal pension plans in the USA (with a comparable average pension funding ratio of 74.2 percent) and provides variability in GAAP conformity (the state encourages, but does not require, financial statement presentation consistent with GASB 34), as well as homogeneity in actuarial assumptions across observations (all sample municipalities participate in a large multi-employer municipal pension plan). The sample period immediately precedes the implementation of GASB Statements Nos 67 and 68, which increase the scope of pension reporting, providing the opportunity to consider the effects of broad GAAP conformity and a baseline for subsequent consideration of the effects of the new standards.
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Subramaniam Ananthram, Matthew J. Xerri, Stephen T.T. Teo and Julia Connell
The purpose of this paper is to empirically examine the relationships between high-performance work systems (HPWSs) and four employee outcomes – job satisfaction, employee…
Abstract
Purpose
The purpose of this paper is to empirically examine the relationships between high-performance work systems (HPWSs) and four employee outcomes – job satisfaction, employee engagement, presenteeism and well-being – in Indian call centres.
Design/methodology/approach
A path model is developed to investigate the direct and mediation effects between the assessed variables. The study utilised a survey of 250 call centre employees working in five business process management firms based in India.
Findings
The findings indicate that HPWSs have a positive relationship with job satisfaction, engagement and well-being. Job satisfaction also had a positive relationship with engagement and presenteeism, and engagement was positively related to presenteeism and well-being. However, there was no significant direct effect of HPWS on presenteeism. Mediation analysis showed that HPWS has an indirect effect on well-being via engagement and also via job satisfaction and engagement combined.
Research limitations/implications
HPWS significantly increases job satisfaction and employee engagement and indirectly influences employee well-being via these outcomes. However, job satisfaction and employee engagement was also found to increase presenteeism, which, in turn, can reduce employee well-being. These findings contribute to the HPWS theory and the literature on employee well-being, and have implications for HR personnel and call centre management.
Originality/value
Given the well-established challenges with employee retention in Indian call centre environments, one solution may be the adoption of a more strategic approach to HRM using HPWS. Such an approach may enhance employees’ perceptions that HPWS practices would have a positive influence on job satisfaction, employee engagement and employee well-being.
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Julia Höhler and Julia A. Schreiner
In times of “milk price crises”, “fair” milk prices are repeatedly demanded. Various studies indicate an increased willingness to pay (WTP) for the additional attribute of price…
Abstract
Purpose
In times of “milk price crises”, “fair” milk prices are repeatedly demanded. Various studies indicate an increased willingness to pay (WTP) for the additional attribute of price fairness. Nevertheless, market shares have been low so far. The purpose of this paper is to discuss three possible reasons for this: low reference prices, socially desirable responses in choice experiments and the lack of justification of the claim “fair” by further attributes.
Design/methodology/approach
In a split sample, one group facing alternatives with a higher price range and the other with a lower price range, the consumer’s choices are examined. This study uses a social desirability scale for controlling biases in the stated WTP. In addition, the claim “fair” is complemented with a guaranteed price, grazing, regional production and CO2-reduction. A random parameter logit model specified in WTP space is employed to estimate milk consumers’ (n=480) preferences for “fair” milk. Furthermore, a latent class approach reveals information about the source of preference heterogeneity for fair milk attributes among the two groups of the split sample.
Findings
This study finds statistically significant differences between the two price ranges. In the low price range, additional attributes can trigger an additional WTP. In the high price range, there is no statistically significant additional WTP. WTP’s dependence on price levels could explain why the market share for “fair” milk has so far been low.
Originality/value
This paper contributes to the study of the effect of split samples in choice experiments. In addition, it promotes the understanding of price fairness in milk and its determinants.
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This column has always intended to provide in‐depth, comparative reviews of abstracting services, indexes, serial bibliographies, yearbooks, directories, almanacs and other serial…
Abstract
This column has always intended to provide in‐depth, comparative reviews of abstracting services, indexes, serial bibliographies, yearbooks, directories, almanacs and other serial tools which would normally be housed in reference departments. For the purposes of this column, reference serials are materials which must meet two rather flexible requirements: they must be useful as reference sources and they must be issued as serials or be titles which are superseded periodically by new editions.
Within the past few years, responsible educators, librarians, parents, counselors, social workers, therapists, and religious groups of all sexual persuasions and lifestyles have…
Abstract
Within the past few years, responsible educators, librarians, parents, counselors, social workers, therapists, and religious groups of all sexual persuasions and lifestyles have recognized the need for readily available reading material for lesbian and gay youth. Unfortunately, this material is often buried, because it is embedded in larger works. To meet this need, I have compiled and annotated 100 of the best works for young homosexuals, bisexuals, and heterosexuals. I have also included a few of the best works currently available on heterosexuality as a much needed source of knowledge for all young adults whether they are gay or straight, whether they remain childless or eventually become parents.
Nicolas Roulin, Adrian Bangerter and Julia Levashina
Applicants often use impression management (IM) in employment interviews, and such tactics can considerably influence interviewers' evaluations of their performance. Yet, little…
Abstract
Purpose
Applicants often use impression management (IM) in employment interviews, and such tactics can considerably influence interviewers' evaluations of their performance. Yet, little research has examined interviewers' perceptions of such behaviors. This paper aims to examine if interviewers' perceptions of various IM behaviors converge with applicants' self-reports and the impact of interviewers' IM perceptions on interview outcomes.
Design/methodology/approach
Findings are based on data from a field study of 164 real employment interviews, conducted in recruiting agencies in Switzerland.
Findings
Interviewers' perceptions do not converge with self-reported applicant IM. Interviewers' perceptions of self-promotion and perceived applicant transparency are positively related to interview evaluations, while perceptions of slight image creation tactics are negatively related to interview evaluations. Perceptions of deceptive ingratiation, image protection, and extensive image creation were not related to evaluations.
Practical implications
It may not be that easy for interviewers to identify when applicants use IM, partly because they may be prone to overconfidence in their judgments and may (wrongly) believe they can “see through the applicant”. Also, what may actually matter in interviews is not the impression applicants think they are making, but interviewers' perceptions of applicant IM.
Originality/value
This study investigates interviewers' perceptions in addition to applicants' self-reports of five types of IM in real employment interviews, and how such perceptions are related to interview outcome.